Performance

Summary of progress against targets during 2006

The table below summarises our performance against people targets for the period 1 January 2006 to 31 December 2006. Further details relating to progress can be found in the audit of progress against targets.

Key Performance Indicators

Please click on any of the links in the table below to view PRUPIM’s property management performance against a range of Key Performance Indicators (KPIs) during 2006.

Staff Training

The average number of days training per member of staff was 3.5 days per employee, a slight reduction on the previous year. This does not reflect a reduced commitment to training, but rather is indicative of yearly fluctuations in training according to the needs of our business.
Data qualifying note:
(1) The figures are arrived at by dividing by the total number of hours of training received by the total number of PRUPIM employees (assuming an 8 hour working day).

Average per capita spending on training was £712 in 2006, down on 2005 spending. This downward trend in no way reflects a reduced commitment to training. Rather it is indicative of the typical yearly fluctuations in training according to the needs of our business.

The number of staff who have been with PRUPIM for more than 20 years continues to grow, to 22% in 2006, compared to 16% in 2005. At the same time, the number of new starters (1-3 years) also grows, to 18% compared to 9% in 2005.

During 2006, 50 staff joined PRUPIM and 57 staff left PRUPIM’s head office. This has resulted in a net fall in PRUPIM’s head office headcount during 2006 from 282 to 275, and a staff turnover of 2.5%.

Satisfaction levels within PRUPIM continue to increase, with 79% supporting the notion that PRUPIM is a good place to work, and 83% stating that PRUPIM is a good employer. In terms of our staff’s understanding of the business benefit of CR, this continues to increase, to 73%, up from 67% in 2005. However, in terms of understanding and “embeddedness” of CR (sustainability) – a first for PRUPIM in asking this question - just over 50% of employees said they understood how their part of the business fits into PRUPIM’s overall CR (sustainability) strategy. This suggests that there is an opportunity to increase understanding of sustainability within the business and we will be ensuring the shift from CR to sustainability is clearly supportive of this.

PRUPIM continues to promote diversity and equality of opportunity for all staff.  This is reflected in a wide range of HR policies, including recruitment and remuneration, which encompass both best practice and employment legislation.

PRUPIM continues to promote diversity and equality of opportunity for all staff and within its recruitment processes.

11.2% of PRUPIM’s workforce is of non-white or white other, against 6.7% of people of working age in the UK belonging to an ethnic minority group (Race for Opportunity benchmark).